1. My manager gives me actionable feedback that helps me improve my performance.
2. My manager does not "micromanage" (get involved in details that should be handled at other levels).
3. My manager shows consideration for me as a person.
4. The actions of my manager show that he/she values the perspective I bring to the team, even if it is different from his/her own.
5. My manager keeps the team focused on our priority results/deliverables.
6. My manager regularly shares relevant information from his/her manager and senior leaders.
7. My manager has had a meaningful discussion with me about career development in the past six months.
8. My manager communicates clear goals for our team.
9. My manager has the technical expertise (e.g., coding in Tech, selling in Global Business, accounting in Finance) required to effectively manage me.
10. I would recommend my manager to other Googlers.
11. I am satisfied with my manager's overall performance as a manager.
Then Google employees are asked to complete two other questions:
12. What would you recommend your manager keep doing?
13. What would you have your manager change?
The evaluation spends almost no time assessing a manager's knowledge, skill, and experience. All but one question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration.
What you know matters, but communicating, delegating, creating a sense of autonomy and purpose...that matters a lot more.
Granted, you could argue that possessing superb technical skills is less important for Google's team managers; after all, it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.
But that argument misses the larger point. While most employees need some degree of training early on, the emphasis soon shifts from what they know to how they use their knowledge and skills.
"Here's How Google Knows in Less Than 5 Minutes if Someone Is a Great Leader" Inc. November 18, 2020
